UST Exempt Staff Council

A series of forums for exempt staff to discuss a proposed new university committee

Richelle Wesley, Associate University RegistrarSarah E. Spencer, Assistant Director, International EducationLisa Burke, Director, Web Initiatives, College of Business

Agenda

Introductions History Process to date & proposal overview Discussion Contact information

A Bit of History

Last 20 years Strategic planning process

UST Employee Data

2001-2002 2002-2003 2003-2004 2004-2005

Total Employees 1823 1839 1833 1845

Total Faculty 775 42.5% 782 42.5% 782 42.7% 774 42.0%

-Tenured Faculty 225 12.3% 231 12.6% 233 12.7% 236 12.8%

-Tenured Track 92 5.1% 116 6.3% 129 7.0% 130 7.0%

-Limited Term 69 3.8% 55 3.0% 43 2.3% 36 2.0%

-Adjunct 389 21.3% 380 20.7% 377 20.6% 372 20.2%

Total Administration 1048 57.5% 1057 57.5% 1051 57.3% 1071 58.0%

-Exempt Administration 617 33.9% 625 34.0% 625 34.1% 609 33.0%

-Hourly Administration 431 23.6% 432 23.5% 426 23.2% 462 25.0%

(From IRP’s “Five Year Snapshot, 2001 – 2006,” http://www.stthomas.edu/irp/quickfacts.htm)

Exempt staff by divisionAcademic Affairs 30

College of Arts & Sciences 23

College of Business 79

School of Divinity 10

School of Education 8

School of Engineering 2

School of Law 21

School of Prof. Psychology 1

School of Social Work 6

Division of Human Resources 9

Division of Student Affairs 70

Division of Finance & Administration 74

Division of Information Resources & Technologies 101

Division of Institutional Advancement 55

Enrollment Services 39

Office of Mission & Diversity 8

Office of the President 1

Process to date

Presentations to Executive Vice Presidents, Academic and Administrators Leadership group, and President’s Staff

Communication with exempt staff about proposed council

Call for volunteers to serve on one year working group

Formal proposal to president’s staff for approval, spring 2007

Hold elections for new exempt staff council, summer 2007

Why do we need this council?

Perceived need for individuals with common terms and conditions of employment to come together Faculty Affairs and Staff Council represent other

employee populations Consultation with current staff council determined

employee types different enough for distinct councils Venue for raising issues of common interest and

concern, and building community Way to engage exempt staff in university-focused

dialogue rather than unit or position focused

Proposal

Purpose of the Exempt Staff Council

• Serve as a forum to foster communication at all levels of the institution, to advise in decision-making processes affecting its constituents, and, in general, to focus on cooperation, working conditions, morale and advancing the mission of the University of St Thomas.

• Work to promote understanding and fairness with regard to benefits, employment, and other areas of concern, as well as to promote opportunities for exempt staff development.

• Appoint exempt staff as appropriate/requested to serve on standing committees of the university, task forces and ad hoc committees that support the educational mission of the university.

As employees in higher education, exempt staff have a unique opportunity to contribute to the mission of the university in collaboration with faculty and non-exempt staff.

Proposal

Exempt Staff Council Membership

Employees of the University of St Thomas who are classified as exempt according to the regulatory provisions of the federal Fair Labor Standards Act, with the exception of employees at grade 24 and above (including deans, associate vice presidents, vice presidents and executive vice presidents) and employees whose primary affiliation with the university is as faculty.

A proportional number of voting members, elected by exempt staff from divisional work units and members at large representing different campuses. At writing, it is envisioned that the council shall consist of no fewer than eight members, and no greater than 15 members.

Prospective role of council

Populating tasks forces and committees Interdepartmental/interdivisional communication Opportunity for like-positions to connect Professional development and service projects Gap resolution in process and policy formation

Goal: To develop a productive, collaborative, and solutions-oriented council that provides leadership in times of change

Not perceived as role

Replacing channels and processes already in place (grievances, etc.)

Developing opportunities for collective bargaining

Examples of similar groups

University of Minnesota - CAPA Central Washington University College of St. Catherine Others….

Discussion topics

What do we have in common as exempt staff?

How could this council support us as a body of staff?

Discussion topics

• Does it make sense to exclude exempt staff who are members of senior administration?

• Should other positions be excluded?

Discussion topics

• How could a group like this support the mission/strategic directions of the university?

• How can we ensure this group is seen as an effective forum by the university administrators?

Discussion topics

• Would you be willing to serve on an exempt staff council?

• Would you be supported by your department/division?

Next steps

Make the case to President’s staff (proof of concept)

Establish a working group Propose and approve bylaws Elect staff council Promote ongoing dialogue – future blog and

website, email, paper, sidewalk conversation, anything!

Thank you for your support!

Richelle Wesley, Associate University Registrar, x2-6705, rtwesley@stthomas.edu

Sarah Spencer, Assistant Director, International Education, x2-6452, sespencer@stthomas.edu

Lisa Burke, Director, Web Initiatives, College of Business, x2-5143, lkburke@stthomas.edu

For ongoing discussion and other resources, see http://blog.stthomas.edu/exemptstaff/